Ola Barnabas

CREATING DUAL CAREER PROGRESS PATHS The most common reward method for high-performing staff in organizations include, among other things, increase in pay, and northward promotion along the managerial path. Both timeless and very prominent reward systems in most organizations - large, medium, small, government, not-for-profit, etc. Are these effective in stimulating higher performance from benefiting staff? You bet. But are they effective in transforming the staff into the exact image that the organization hoped when it rewarded them? Debatable. More monetary incentive, of course, will win any day. Everyone wants more, especially if they've worked for it. My emphasis however, is on the second reward mechanism - of promoting staff into managerial positions because they've been very productive down the ladder. To start with, not everyone will make a good manager. Some people are better, and will be better left as professionals in their fields. Managerial tasks are quite un

Almost all business persons, I can guarantee, have heard that, the only way to succeed in business is to give consumers what they want. I have often trained entrepreneurs that way too. But there is a flip side. In the course of your business practice, if you are one who pays very close attention to consumers' purchasing pattern, you will observe that many consumers don't know what they want. Indeed many consumers don't know they need somethings until they hear of it; someone recommends it; they see someone use it; etc. So, instead of looking out for what consumers want only, you can lead the market by introducing to consumers what they will want. With the right public communication and education and other relevant sales strategies, you will find yourself enjoying the benefits of novelty/pioneering (before drifters jump on your initiative), and other privileges that come with it. Most products we have today had no proven demands for them when they were produced